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The four relational models are as follows: Communal sharing (CS) relationships are the most basic form of relationship where some bounded group of people are conceived as equivalent, undifferentiated and interchangeable such that distinct individual identities are disregarded and commonalities are emphasized, with intimate and kinship relations being prototypical examples of CS relationship. [2]
Yin and yang. Relational dialectics is the emotional and value-based version of the philosophical dialectic.It is rooted in the dynamism of the yin and yang.Like the classic yin and yang, the balance of emotional values in a relationship is constantly in motion, and any value pushed to its extreme, contains the seed of its opposite.
Although he never used the words "collective action problem", Thomas Hobbes was an early philosopher on the topic of human cooperation. Hobbes believed that people act purely out of self-interest, writing in Leviathan in 1651 that "if any two men desire the same thing, which nevertheless they cannot both enjoy, they become enemies."
Conflict theories are perspectives in political philosophy and sociology which argue that individuals and groups (social classes) within society interact on the basis of conflict rather than agreement, while also emphasizing social psychology, historical materialism, power dynamics, and their roles in creating power structures, social movements, and social arrangements within a society.
Intergroup relations refers to interactions between individuals in different social groups, and to interactions taking place between the groups themselves collectively.It has long been a subject of research in social psychology, political psychology, and organizational behavior.
Conflict resolution approaches that focus on resources, or the interests of parties, may be appropriate means of conflict resolution in conflicts where the only issues are those of resource and interests; however, in protracted social conflicts the main issue is identity-based. Therefore, to be effective, a conflict resolution framework must ...
The identity-based conflict concerns issues of identity confirmation-rejection, respect-disrespect, and approval-disapproval. [15] In this way, identity issues are tied closely to culture-based face-orientation factors. A face-threatening episode is an identity expectancy violation episode.
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes.